I’ve been enamored with action learning from the moment I learned about it. Perhaps it is because I personally learn by doing. Perhaps it is because I like things that are elegant, simple and effective. Perhaps because it marries on-the-job learning with formal learning – extracting the best from each.
Action learning is intentional, supported learning that occurs while doing real work. It is focused on specific learning goals, so it takes the randomness in which we normally learn on-the-job out of the way. The learning is in support of the work, so it removes the disjointedness and isolation of many formal learning programs.
Large companies have used this methodology for years. Since they are large, their programs are rich, complex and come with a price. They construct global teams and get them together quarterly. They bring in the best speakers. They have full time staff running the program.
All good and wonderful if you have a large budget and the right staff. But I am an advocate of stripping out the best of the methodology and paring it down to its essence so that action learning can be used with smaller groups and with less budget.
Here are the core elements:
- A group that works together on a project that meets these criteria:
- It is “real” work that needs doing, that is highly visible with results that matter
- Learning goals can be associated with the project. These can vary from person to person, but each person should have line of sight on what they want to learn.
- The learning is supported, typically by a facilitator or convener. This person organizes the project, helps to set learning goals, and convenes the group on a regular basis. In the group sessions, the facilitator helps the group to distill their learning through reflection, exploration and questioning.
- Formal learning (classroom sessions, reading, conference, etc.) is identified to support the project.
- There is a culminating event in which the project results are presented and the learners get feedback from those who chartered the work.
While action learning has a few more moving parts than some of the other low-cost/high-impact methodologies we’ve explored, if you have someone who has the ability and the time to organize and lead an action learning group, I believe that you will find high value in the process.
We’ve explored 4 different low-cost/high-impact skill development tactics over the last four posts (reflection, debriefing, mentoring, and action learning). I’m curious – what did I miss? What would you add to this list?
